When has Employer Monitoring Gone too Far?When has employer snooping gone too far? Or maybe, it is okay for businesses to know any and everything about its employee’s lives outside of business hours. The goal behind this paper is to identify the different types of workplace privacy and employee monitoring as well as learning the different ways to deal with these types of situations. With technology fastly developing and information being available at the click of a mouse, it makes for a person’s life to be readily available for anyone to see. In today’s world, privacy for job seekers and employees is a significant issue. The overwhelming amount of information that is posted online, either on Facebook, Twitter, Instagram and many other networking sites makes it easy for employers to search, retrieve and make decisions on potential candidates. Suggestions will be given as a way to help separate and protect an employee’s lifestyle outside of the workplace. Employee privacy is defined as the extent to which employers monitor and collect information on the activities, communications and private lives of workers (Hamel & Media, 2013). Though, one might ask when the act of employee monitoring is taken too far. In this paper, the following methods of employee monitoring will be discussed: * Monitoring and or recording telephone conversations

* Scrutinizing internet activity including chat rooms or instant messaging * Researching social mediaThere are many different definitions of workplace and employee privacy, but it is important to remember that when a company chooses to monitor their employees, the business must make everyone aware. By the conclusion of this research paper, the fine line of what workplace and employee privacy laws will be clearly understood. Also,...

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...﻿INTRODUCTION
The reasoning behind StrategicHumanResourceManagement (SHRM)
Strategichumanresourcemanagement by definition utilizes employees as a source for managing any organization’s needs. As such, organizations assets include the employees that provide a viable advantage to the said organization. Forward thinking organizations have this perspective and show this; by the way, employees are hired, promoted and compensated. This action on the organizations part creates an environment and workforce poised for corporate success.
Implementing a strategichumanresourcemanagement plan
As a public manager working together with other managers and employees helps to foster a healthy environment that allows strategic communication to thrive. This collaborative effort also ensures that there is a better understanding of humanresource processes that could do with improvement or revamping (Paynes, 2013, p. 57).
In the vision of exercising SHRM, employees are never viewed as machines and considerations are given in many regards. The planning and employment process of a humanresources department to funnel an employee from the “candidate stage” all the way through the “hiring process,” to “employee status” and then to the...

...Int. J. of HumanResourceManagement 16:1 January 2005 22– 45
Strategic global humanresourcemanagement research in the twenty-ﬁrst
century: an endorsement of the
mixed-method research methodology
Timothy Kiessling and Michael Harvey
Abstract Global competition is rapidly becoming the norm in which nearly all business
organizations must compete in one fashion or another. The complexity and value of strategic
global humanresourcemanagement (SGHRM) will continue to compound in signiﬁcance
as globalization becomes the predominate form of business. Both practitioners and
researchers maintain the grapple with understanding the global phenomena and the resulting
impact on the entire humanresourcemanagement system.
Previously, researchers’ maintained research programmes utilizing Western-style
theories and methods, which were predominantly quantitative, to explore phenomena that
may now be inappropriate. These methods and theories frequently do not capture the ‘fabric’
of global phenomena that include complex interactions of culture, institutions, societal
norms and government regulations, among a few concerns.
The mixed methods approach is proposed to add the ‘fabric’ required, illustrating the
depth and ﬂexibility needed to explore the SGHRM issues. Mixed...

...﻿Situation:
1. HumanResource Manager of PepsiCo’s Possible Reasons for Cessation of Employment
1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo.
2. Conflicts between management and HR Manager regarding a company issue or conflicts between employees and HR Manager.
3. Changes in his/her life situation. If he/she is married or had a baby, and the salary and benefits no longer support your needs, he/she has to find a better opportunities to support his/her family.
4. The culture and values of the company is way different from His/her culture and values then it will be difficult for him/her to apply this in work.
5. Because of the high stress level at work, that affects the physical or mental health and also it affects the relationship between his/her friends and family.
2. The Company Exit Procedure for the Above Situation
Exit interview is very important for the both parties to communicate with each other and discuss about the issues he/she have and about the policies. First of all HR Managers left the job without giving any notice to the management of the company and for that company can take legal actions against the former HR Manager. Before that company should conduct an exit and release interview to former HR Manager to know the reasons behind the action. To do that Company can communicate with former HR Manager to do the exit...

...﻿
HumanResourcesManagement
Final Essay
Conflicts
For the humanresources professional, it is important to be able to expect conflict to occur in our organizations, identify conflict in the workplace and know how to quickly and effectively resolve the underlying issues in a positive way. Resolving conflict in a positive manner can lead to much-improved professional and personal relationships. Mastering a few fundamental conflict resolution skills can enable you to become a better leader, decision-maker, co-worker and friend.
Whether dealing with a disagreement between co-workers or breaking through a standstill in a job contract negotiation, conflict resolution is best approached through a deliberate process that considers the different conflict resolution styles of each participant. Done well, conflict resolution can save relationships, time and resources, while improving productivity and helping move projects forward toward completion.
DEFINING CONFLICTS AND IT’S ORIGINS
Conflict is defined as an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities (i.e., individual, group, organization, etc.). Some of the manifestations of conflict behavior are expressing disagreement with the opponent, yelling, verbal abuse, interference, and so on. Conflict occurs when one or more social entities:
are required to engage...

...﻿Question 1
Analyse how BASF, by adopting a strategic approach to humanresourcemanagement, seeks to proactively provide a competitive advantage, through the company’s HRM practices.
Every organisation is concerned with competing effectively in the global market. BASF’s mission and values are set out in the case study (Mancosa 2014:38) as follows:
Mission: To increase the satisfaction of customers, employees and shareholders. BASF makes sure that they add value, innovate to make customers more successful, drive sustainable solutions and forms the best team.“Each of these companies strives to make their customers more successful…”(Mancosa 2014:38).
Values: The values stated in the case study (Mancosa 2014:38) are Creative, Open, Responsible and Entrepreneurial.
It is clear that two strategies are being used in BASF namely Overall Cost Leadership as well as Differentiation.
Description
Impact on HR practices
Overall Cost Leadership
(Noe et al,2012) defines Overall Cost Leadership as “…becoming the lowest cost producer in the industry”
Skills requirement and investment in training (Mancosa,2014) states “…BASF Holdings (Pty) Ltd have invested approximately R3 million in training initiatives.”
Promote internally (Mancosa,2014) notes “…aim to promote pools of talent allowing it to fill positions from within…”
Differentiation
(Noe et al,2012) defines Differentiation as “…creating a difference between...

...﻿
HumanResourceManagement
The first stop at the place of employment on the first day of work is humanresourcemanagement (HRM) office. Known in the past as the personnel department is now HRM; the place where contracts and all necessary documentation is processed before employment begins at the workplace. To some this is a friendly place and to other is threatening.
Definition
To understand what humanresourcemanagement means and does, it is necessary to begin with a definition of its terms:
Human: of, relating to, or characteristic of humans, consisting of humans (Merriam-Webster).
Resource: a source of supply or support; an available means usually used in plural; a natural source of wealth or revenue often used in plural; a natural feature or phenomenon that enhances the quality of human life; a source of information or expertise (Merriam-Webster).
Management: the act or art of managing; the conducting or supervising of something (as a business); judicious use of means to accomplish an end; the collective body of those who manage or direct an enterprise (Merriam-Webster).
From these definitions an idea of humanresourcemanagement forms and can be states as: The art of conducting or supervising the source of supply or...

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HRM 531 HumanResourceManagement
Week 1: Individual Assignment: Management Behavior
Imagine you are a midlevel sales manager at InterClean, Inc. with three first-level managers under your responsibility. In response to a merger that is about to take place with EnviroTech, you have been instructed to draft a memo to your supervisory team about the importance of the behavior exhibited by managers.
Resource: InterClean–EnviroTech Merger Scenario
Review the InterClean–EnviroTech Merger Scenario on your student Web site.
Write a 700- to 1,050-word memo that includes the following information:
Explain how a manager’s behavior can affect the productivity of his or her workers.
Describe the types of management action that align with employment laws and those that do not.
Describe best practices for working within a diverse work environment.
Note: Be sure to draw from your experiences and readings for each aspect of your memo. APA format is not required for this memo; however, you must include a title page and a references page.
Week 2: Individual Assignment: Career Development Plan Part I—Job Analysis and Selection
InterClean has just merged with EnviroTech and, as a result, has taken on a new strategic direction. The company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for...